Response

Please read and respond to answers.

1. A drug test could be illegal if not given by a third party but given by the company itself. The company itself might not be qualified to give such testing and mistakes could be made that could cost people their jobs. Polygraphs tests are illegal and should not be used as a means for employment or discharge of an employee." The federal Employee Polygraph Protection Act, passed in 1988, virtually outlawed using lie detectors in connection with employment. That law covers all private employers in interstate commerce, which includes just about every private company that uses a computer, the U.S. mail, or a telephone system to send messages to someone in another state".

BFOQ can be a tough one to around. The company has to show that it has to fill a position based on sex or race. According to the Walsh(2012), such case with the hiring of just female stewards however the airline could not show probable cause why men could not be hired for the same position.Bathroom attendants and entertainer such as male dancer like the Chippendale's.Of course you cant have a male inside a female bathroom or vice versa with someone in there with them who not of the same sex. The male dancers would not look to good with female dancers beside catering to mostly women.

2. Drug testing laws vary from state to state, and industry to industry. Some states prohibits the use of drug testing, and still others allow drug screens for any profession." Drug testing have to be administer as part of the employment hiring process. Drug screening must be kept confident, only between HR and applicant. "While all employers would love to know to a degree of certainty whether an employee was truthful person or not, the federal Employee Polygraph Protection Act (EPPA) prohibits the use of polygraph tests on employees, except in certain industries." These's still little evidence that support the claim of an polygraph test is reliable. 

I believe Bona Fide Occupational Qualification don't protect hiring candidates from discriminations under the Civil Right Act. Some employment still practice the (BFOQ), hiring certain types of employees to increase their profits. I glade employers have to prove by a preponderance of evidence that it's not base upon discrimination, but by the description of the job or project of the job. The 2 ooccupations where discriminatory requirement is legal is college and pro-football, female cheerleaders, and airplane pilots. In this sports, I understand the ramification of a impact it would have on female players. I believe it's a male sport. Males still control the piloting airplanes.